First the study shows that different types of diversity led to various conflicts, and that the various conflict types had different effects on the degree of innovation. Informational diversity is the most significant type of diversity. This diversity led to task conflict, which in turn gave innovation to the project. Another finding is how conflict could go from cognitive to emotional conflicts due to lack of trust and respect across sectors. Cognitive conflicts led to innovation, while the emotional conflicts caused distrust in the group and hampered cooperation. A third finding is how the conflicts were time consuming. Constructive conflicts like task conflict (and partially process conflict) was beneficial for the project, while the time spent in less constructive conflicts took time from other valuable work. It appeared that having too much potential for conflicts in innovative projects was not appropriate, when you do not have the capacity to handle the potential conflicts. My case study shows that diversity can contribute to various conflicts in innovation. Relational and process conflict can lead to distrust, disrespect and distance between participants, while task conflict in cross-sector project teams seem to lead to creativity and innovation.